ManageEngine Employees Reviews, Feedback, Testimonials

Employee Testimonials

People who have worked here often say it is a solid place to build technical skills. You’ll hear comments like “great product focus” and “smart, helpful colleagues” from engineers and support staff. Several employees mention that the work is challenging but rewarding — especially when a feature goes live and customers notice. There are also stories about good team camaraderie and mentors willing to help newer hires get up to speed. On the flip side, some folks say you’ll occasionally face tight deadlines and cross-team coordination hurdles, especially during major releases.

Company Culture

The company culture at ManageEngine tends to be product- and customer-centric. You will find a pragmatic, engineering-first mindset where shipping usable solutions matters. Teams value clear outcomes over corporate ceremony, and there is a practical get-it-done attitude. Younger teams may feel more energetic and experimental, while legacy groups can be more process-driven. Overall, working at ManageEngine gives an environment where technical merit is respected and long-term product thinking is encouraged.

Work-Life Balance

Many employees say work-life balance at ManageEngine is reasonable. You will commonly see flexible hours and the option to work remotely some days, depending on the role. There are periods of high intensity around product releases or critical incidents, and you should expect occasional weekend or late-night work during those times. For the most part, teams try to respect personal time and managers typically allow for flexible scheduling when needed.

Job Security

Job security here is generally stable. The company has a long history in the IT management space and a diversified product portfolio that helps cushion economic cycles. Employees will usually find continuity in their roles, except during major restructuring efforts or shifts in product strategy. Overall, there is a consistent demand for core engineering and support skills, which translates into reasonable job stability for skilled contributors.

Leadership and Management

The leadership is product-focused and technical in orientation. Senior leaders tend to emphasize customer feedback, product reliability, and steady innovation rather than flashy pivots. Management communicates roadmaps and priorities, though clarity can vary between teams. Executives will often highlight long-term plans and investments in R&D. There is an expectation of accountability, and leaders generally support initiatives that improve product quality and customer outcomes.

Manager Reviews

Managers are typically experienced and technically competent. Many are promoted from within and understand the operational challenges teams face. You will find managers who are hands-on and mentor-driven, and others who rely more on delegation and process. Reviews mention that approachable managers who invest in coaching make a big difference to job satisfaction. Conversely, some managers are more metric-focused, which may feel rigid to employees seeking creative autonomy.

Learning & Development

Learning and development opportunities are available and encouraged. Employees will have access to internal training, product bootcamps, and occasional external workshops or certifications. There are chances to rotate across product modules for broader exposure. Technical staff will find plenty of on-the-job learning through real-world problem solving. Formal career development plans exist but execution will depend on the manager and business priorities.

Opportunities for Promotions

Promotion pathways are clear in principle, with technical and managerial tracks available. Advancement will often require delivering impact on product metrics, demonstrating ownership, and contributing to cross-team projects. Promotions can be steady for high performers, though some employees report that timelines are conservative and that visibility across business units matters when seeking faster growth.

Salary Ranges

Salary ranges vary widely by geography, role, and experience. Software engineers in senior markets will find compensation competitive but generally slightly below top-tier tech companies. In regional offices, salaries are aligned with local market norms and often accompanied by benefits that add value. Compensation packages will typically include base salary and variable components. Candidates should benchmark offers against local salary bands and account for total rewards rather than base pay alone.

Bonuses & Incentives

Bonuses and incentives are primarily performance-based. Employees will receive annual bonuses tied to individual and company performance metrics. Some teams have spot awards or recognition programs for exceptional contributions. Incentive structures aim to reward both product outcomes and customer satisfaction, though payout sizes and consistency can vary year to year.

Health and Insurance Benefits

Health and insurance benefits are standard and dependable. Employees will usually have access to medical, dental, and vision plans where available, with company contributions varying by region. There are also disability and life insurance options in some locations. Benefits packages are generally seen as solid, particularly in regions where employer-sponsored healthcare is a key part of compensation.

Employee Engagement and Events

Employee engagement is active with hackathons, internal demo days, team outings, and periodic town halls. There are regular knowledge-sharing sessions and product showcases that encourage cross-team visibility. Social events and community initiatives appear more regional, with larger offices hosting annual celebrations. These activities contribute to morale and a sense of belonging.

Remote Work Support

Remote work support is functional. The organization will support hybrid and remote arrangements for many roles, with tooling and collaboration platforms in place. Some teams require more on-site presence due to customer-facing responsibilities or security needs. Overall, remote policies are flexible but will depend on team norms and the role’s responsibilities.

Average Working Hours

Average working hours tend to be around 40-45 hours per week for most roles. During release cycles or critical incidents, hours can extend significantly. Managers generally try to prevent burnout by rotating on-call duties and planning sprints thoughtfully. Employees should expect a rhythm of steady work with occasional high-intensity periods.

Attrition Rate & Layoff History

Attrition rates appear moderate and mostly linked to career growth or role changes rather than mass layoffs. There is no prominent history of repeated large-scale layoffs; however, personnel adjustments do occur when product priorities shift. Overall, turnover is typical for a mid-sized software organization and tends to concentrate in competitive job markets.

Overall Company Rating

Overall, this is a reliable, product-focused company that rewards technical skills and steady performance. The company culture at ManageEngine is pragmatic and supportive, work-life balance at ManageEngine is generally reasonable, and working at ManageEngine offers good learning opportunities. It will likely suit candidates who value product ownership, technical depth, and stability over rapid compensation escalation. If you enjoy building tangible solutions and working with a solid team, this company is worth considering.